Pros & cons
Job applicants wish for openness and clarity in the salary already in the job ad. And no wonder! Of course they are interested, just like me, you and everyone else would be. Why then is the salary not announced in job advertisements? That’s a good question. Below are some of the grounds typically given:
- Announcing the salary would attract wrong types of applicants; those who come in only after the money.
- The willingness to retain flexibility in the salary level – if we disclose the salary what room for negotiation do we have after that?
- We simultaneously reveal all our cards also to our competitors.
- Envy – Finns are envious people.
These are understandable and real concerns, which should be thought about seriously. Like in many other cases, things here are not as simple as they seem – there are good and bad sides to announcing the salary. But are these reasons necessarily good enough to not announce the salary? Are we not past the strict, hierarchical and closed corporate culture and working life, where openness, directness and trust were to be feared and cursed at, and when the importance of personified, genuine action coming from within people was not understood or cared for. Is it not yet time for transparency?
If you think about it positively, announcing the salary without a doubt arouses interest and attracts exactly the right kinds of applicants; those who agree with the salary scale of the company while pruning away those whose expectations do not meet the salary policy of the company. Especially towards the applicants this is more than friendly, considering that they use and invest a great deal of time in looking for a job. Consequently, it is not a minor detail to either party. Putting salary on the table also says something essential about the company and its values; are festive speeches more than just idle talk and do the working community and its members bear this openness? And, on the other hand, tax information is public, too.
Corporate culture at the core
The debate about announcing the salary level does not have to be simplified to mere juxtaposition: could it be so that the question is really about cultural differences between companies? Announcing the salary is more natural to some companies than to others; in other words, for those whose corporate culture breaths openness and transparency, this could be a smart move that would strengthen its attractiveness and culture both internally and externally. Not to mention marketing value and visibility for those organizations, which are bold enough to be among the first to try this out. For organizations wanting to retain the air of enigma and tighter negotiating leverage and in which the work community might react strongly, it may be more sensible to stick to the old ways.
What do you think? Would it be time to smash this taboo to pieces and rock the boat, or would it be smarter to stay in safe waters?
Tip: There are several different ways to announce the salary, which may be utilized depending on the company and the job. Companies are only rarely set on an exact salary, which they will not negotiate. One excellent way would be to announce a salary scale, which leaves room for negotiation for both parties.
Author: Saana Rossi